When an employer finds that an employee has chosen to use medical marijuana for various health conditions, it must consider possible accommodations.

When the employer fails to accommodate an employee who uses medical marijuana for a disability, it could face discrimination violations. The Newfoundland and Labrador Supreme Court recently reminded employers and arbitrators that there must be a full analysis of the contest and circumstances in which an employee uses medical marijuana.

There may be significant costs incurred in mishandling such a case, like that of IBEW, Local 1620 v. The Lower Churchill Lower Transmission Employee Association Inc.

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